Change Management and HRM Essay

1. (TCO All) For the next coiffe of moves, you exit first select ONE of the TCOs of the course. Then, you leave al single be asked to save an bear witness just or so the stand you worked on this term over your 2 companies tack program based on the TCO you selected above. Select the TCO your audition dubiousness will coverTCO A devoted that progressive and productive companies beg their employees to embrace adjustment, examine how changing work conditions regard the employees. TCO B Given the inherent reality that whole compositions must experience heighten in order to improve, demonstrate how assumes argon used in switch over Management, for examine an transcriptions claim for win over. TCO C Given external, inherent and/or multi- directs of geological formation factors that drive shift, assess and create a attractership model which supports and promotes each type of pitch within the organization. TCO D Given that an organizations mission and visio n will fixate its strategy towards dislodge, under hit the books that an organizations flip initiative is line up with and capitalizes on its socialisation and mission in preparation for change. TCO E Given a selected channel Management effectuation model, determine the causes of change and develop a conception of action to implement the change.TCO F Given that both organizations and their employees unremarkably resist change, understand how to recognize and overcome barriers to change and develop a strategy to manage resistance to change that will en legitimate victorious implementation of change. TCO G Given that developing a vision for change and communicating that vision is a critical part of the change process, take the key elements of the vision for change and develop a strategy to excrete the change to the stakeholder. TCO H Given the organizations goal of creating and implementing a sustainable change while go toward becoming a tuition organization, develo p a plan to implement change in a sustainable manner that can be applied to any change. victimisation the TCO you selected from the list above, which you felt was well-nigh relevant to your project this term, write an essay solve explaining how the change management you saw in one of your companies from your project this term fol pitiableed or failed to follow the theory of success ingrained in the TCO you carry selected. adduce the 1 thing you think that partys change agent did which most contri plainlyed to the success or failure of the change and why that relates to the TCO you selected. Include in the answer the name of the bon ton you ar discussing. Explain/analyze why you think this way. (Points 35)2. (TCOs A, E) Your project this term asked you to analyse and contrast twain companies change projects or programs for change. This question will surveil what you learned ab out(p) the change projects in a continuation of your project. It will ask you to expend course teaching to your project companies. For your answer, be sure to reference the label of the companies you studied in your project this term to financial aid your instructor determine the score of your response.Re treat that external and internal pressures oft impact implementation of change in companies. For this question, please write an essay answering these questions A. Define specific (at least 2 each) external and internal pressures that will (or did) affect the implementation of the changes in your cardinal companies. (10 points) B. Name both strategies of handling these pressures that you would (have) suggested to the company attracters as being the most in force(p) in managing those pressures during the implementation phase. (10 points) C. Defend your positions with details about why you get your strategies would assist with handling these pressures. (15 points) (Points 35) 3. (TCOs E,H) Your project this term asked you to compare and contrast two companies change p rojects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to reference the names of the companies you studied in your project this term to help your instructor determine the score of your response.You will assess the sustainability of the changes which occurred in the companies you studied. Select ONE of the company change programs for your answer to this question and state it here. Assess the change project. Was it successful or unsuccessful in your opinion? What will it take (what are some steps the company can, should, or DID take) to make it SUSTAINABLE? What theories did you distribute in coming to this conclusion? Do you think this change will still be in place in one, five, or ten years? wherefore or why non?(Points 35) As for the People, it should be determined whether the organization has the right skills and talents for the change to be supported and for the organization to achieve its strategic goal.For example, if the strategic goal is to increase revenue done increased sales then the company sales population should be given sufficient training about the companys suffer and acquired products as this will enable the sales staff to more slowly sell the companys products. I flavour that the changes made in SAP will stay in place for years to come. right off that steps have been gathered to analyze large amounts of employees, customers, and sales data being generated by companies it will enable SAP to create refreshful processes and applications that will strength their success. 4. (TCO All) This question does not address your course project. This change scenario is envisioned instead, for this question. First, the scenario, and then the question.Scenario You have been asked to handle a project where the company is going to close the plant in your company and offer all of the workers an option of taking a buy-out severance package which is quite free-hearted OR relocate to another state, where the business climate is much wear (but the cost of living is higher and the style of living is lower). The current locating of the company is in an area where people live well, the agriculture is great, and because it is in a college town, there are many fun things to do on weekends, plays to attend, sporting events, etc. The atmosphere is quite upbeat. The city where the company is moving to has very little in the way of entertainment, the housing costs are higher although not as nice, and property taxes are higher as well. The company is offering moving costs for relocation costs, but not house sale assistance. It is likely most of your employees are going to take the buy-out, but most of them are in their late30s or azoic 40s and are not going to be happy about it.The question This term, we studied organizational development theory versus the more s ystematic nStep method acting of conducting a change process. What would be the pros/cons of using OD theory for this change project? What would be the pros/cons of using nStep? Which nStep would you recommend for this if you use one? Of the two methods (nStep or OD), which would you recommend we use for this particular change program? why? (Points 35) 5. (TCOs C,D) Your project this term asked you to compare and contrast two companies change projects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to reference the names of the companies you studied in your project this term to help your instructor determine the score of your response. run across ONE of your companys change projects (not both companies just one.) State the company and the change process/program/project.Name the leader of the change from tha t company. Answer the following questions about that change A. Would you characterize your leader as the change sponsor or the change implementer of this change? Or was this leader in fact both? Describe the difference between a sponsor of change and an implementer of change, why they are both important, and why you feel your leader was one or the other. B. Evaluate the leaders implementation of the change as it compared to the companys vision and mission statement. Were they conformed? Did this alignment (or misalignment) contribute to the success or failure of the change? Why or why not? (Points 35) 1. (TCO A) When JetBlue left their customers sitting on the coat for hours on Valentines daytime, and their CEO was ultimately terminated as a result, the company was responding to (pick the best group) (Points 7)A). external, reputation, and credibility pressures.B). hypercompetition, market decline, and internal pressures.C). mandated, fashion, and force palm pressures.D). grow th, identity, and new broom pressures.E). All of the above2. (TCO A) Which of the following best shows forces for change vs. forces forstability? (Points 7) A). Change forces are adapting, sustaining, and predicting whereas stability forces are bureaucracy, trust, and control. B). Change forces intromit lay-offs, IPOs, and inventing new products whereas stability forces are hiring, acquit buy-backs, and regular periodical dividends. C). Change forces include lay-offs, stock buy-backs, and bi-annual new models of iPhones whereas stability forces are hiring freezes, bureaucracy, and regular yearly dividends. D). Change forces include Harry Potter Park at public Studios, Walt Disney Cruise Lines, and McDonalds lattes and stability forces are Cruise ship drop at Giglio Island, bridging and buffering strategies, and JetBlues public apology after the Valentines Day fiasco.E).Both A and C3. (TCO B) Which of the following best defines the congruence model of canvass change? (Points 7) A). Includes purpose, structure, rewards, and helpful mechanisms B). Is based on the conceptualization of the organization as a transformation process C). Can be a showtime point for an organization that has not given attention to the trends that may impact its future operations D). Includes strategy, structure, process, and lateral capability E). Includes structure, style, skills, super-ordinate goals, etc.4. (TCO B) During the diagnosis for change period, it is important to analyze the stakeholders for their readiness to change. Using the power- elicit matrix, you review the level of matter to and amount of power of stakeholders and determine the following (Points 7) A). Your key players are those with the highest level of interest, but a lower level of power. B). Your key players are those with the concluding level of interest, but the highest level of power. C). Your most unimportant players are those with low levels of power but high interest. D). Your stakeholders who n eed to be kept communicate only are those with high levels of interest but lower levels of power. E). Your stakeholders who need to be kept informed only are those with low levels of interest but higher levels of power.5. (TCO C) The Burke-Litwin model states that there are four transformational factors of change. distinguish the answer below which contains at least three of those factors. (Points 7)A).Frames, lenses, angles, and hyperboleB). billing and strategy, leadership, and organizational cultureC). Hypotheses, problems, symptoms and inputsD). Vision, identification strategies, litigation, and executionE). no(prenominal) of the above6. (TCO C) This organization is running like clockwork This statement by a company leader is likely to result in no change because(Points 7) A). the leader is blind by the light.B). the leader believes his vision and mission of the company will align when the change is over. C). the leader has diagnosed by image that the company needs no cha nge. D). the PESTEL framework has been unchallenged for too long. E). brainstorming for change was uneventful.7. (TCO D) The art of a leader managing the meaning of a vision for followers and line up it with his or her values is called (Points 7)A).scripting.B). performing.C). staging.D). norming.E). framing.8. (TCO F) The Emotional Intelligence domains and associated competencies are used to help us determine when a potential change agent, or person, is ready for leadership. When a person exhibits the competencies of integrity, initiative, and optimism, we know he or she has reached the stage of (Points 7)A). Self-Awareness.B). Social Awareness.C). kind Management.D). Self-Management.E). Personal and Social.9. (TCO G) One day, while on the company rhytidectomy, the head of HR is communicationing to the CEO and doesnt realize his speaker phone is on when the CEO asks, Do you think that we can afford to keep the business district branch of the companyopen? Or is it time to thin k about across-the-board layoffs? The HR head frowns, turns off the speaker and replies, Ill call you later and hangs up. Four employees from the downtown branch are on the elevator and hear this comment. The HR head tells the four employees (whose names he does not know), Say nothing about this. You heard nothing.They immediately rush to their cubicles and array spreading the word. The gossip has hit the entire department and local intelligence agency agencies by the 600 news that night. The CEO is featured saying, This is nothing but a rumor at this point. We have no current plan to lay off anyone. This is an example of what type of communication plan on the part of the CEO? (Points 7) A).S supplicate and prayB). Tell and sellC). Underscore and exploreD). Identify and replyE).Withhold and uphold10. (TCO G) Toxic handlers, as related to change management communication, do the following (Points 7) A).handle all calls with the Environmental Protection Agency. B). talk in stages using assertions, requests, and declarations. C). listen empathetically, and help cool angry people down, act like sponges, and often burn out quickly. D).All of the aboveE). None of the above11. (TCO H) A sign that a change is sustained could be seen as (Points 7) A). a significant and abrupt drop in the stock price of the company. B). receiving an offer from a competitor to buy the company. C). sending out WARN act notices.D). finding that the change has become baked into the culture. E). a reward system which is outdated.12. (TCOs G,H) Review this story and pick the best answer based on your understanding of change management practices Company X,Y,Z establishes a vision for change where cutting costs is critical to our survival andestablishes a reward system to the department which cuts costs the most in one quarter, and states it will be a department-based reward system for the next four quarters. By the most the management establishes, the cuts will be valued by a somewhat com plicated algorithm % and $$ of cut in the come in expense budget. The sales team goes for the gold and cuts their travel budget by 50%, which is by far the biggest department cut in both $ and %. They win the 1st quarter reward.In quarter 2, the IT team cuts expenses the most by ending the purchase of all new software or PCs. In quarter 3, the production line cuts their expenses the most by position off 60% of the workers (sales have dropped significantly and technology problems have slowed production, so this was needed anyway.) (Points 8) A). The company did a good job establishing urgency and aligning rhythmic pattern with the vision for change, and this change appears to be successful. B). The company aligned metrics with the vision for change, and created its own nStep method of change. C). The company culture is dysfunctional and could have learned from CEO Bethune and the Continental Airlines own culture of cost is everything. D). The company will probably win the J.D. Po wer and Associates select for customer satisfaction this year. E). The reward system is a spray and pray system.